• 아동학회지
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• 제29권5호
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• pp.133-150
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• 2008

In this study of the influence of marital conflict and of children's temperament and emotion regulation on problem behavior, 194 mothers of 3- to 5-year-old children responded to the O'Leary- Poter Scale(1980), the Emotionality, Activity and Shyness scale(Buss & Plomin, 1984) and the Emotion Regulation Checklist(Shields & Cicchetti, 1997); teachers rated children's behavior on the Problem Behavior Questionnaire(Behar & Stringfield, 1974). Data were analyzed by independent t-tests, correlations, and multiple regressions. Results demonstrated that shyness, activity, and emotion regulation had direct effects on hostile-aggressive behaviors. Shy temperament had a direct effect on fearful-anxious behavior. Both marital conflict and temperament influenced hostile-aggressive behaviors indirectly through emotion regulation, implying a crucial role of emotion regulation in preschoolers' social development.

• 아동학회지
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• 제27권6호
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• pp.149-165
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• 2006

This study examined the relationships of parental behavior control recognized by children and its effect on children's emotional intelligence and conflict resolution strategies in their peer friendships. Subjects were 521 $5^{th}$, $6^{th}$ grade elementary school Children in seoul. Data were analyzed by Pearson's correlation, multiple regression and path analysis. Result showed that parents' control of children's behavior affected children's conflict resolution strategies in peer friendships and affected their emotional intelligence. Path analysis showed that control by parents, demand for maturity and clarity of communication directly affected compromising-integrating strategies. Parental control was affected directly by dominating strategies. Controlling behavior by demand of maturity, clarity of communication and nurture influenced compromising-integrating, avoidance and concession strategies of children's emotional intelligence.

• 한국병원경영학회지
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• 제8권3호
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• pp.92-117
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• 2003

The purpose of this study was to analyze the characteristics of socio-demographic, organizational conflict and job satisfaction, and to examine the interrelation of influential factors in the intention of turnover. The data for this study were collected through a self-administrated survey with a structured questionnaire to 1,027 subjects from several medical doctor staff members, nursing staff members, administration staff members, pharmacist, and technical expert of eleven hospitals. The data were collected by self-reporting questionnaire from July 29 to September 7, 2002. In this analysis frequency test, t-test, ANOVA, multiple regression were used. The main results of this research is as following; 1. According to socio-demographic characteristics of the respondent's level of the intention of turnover was higher in a doctor staff members than others, for females than males, and had worked for 5-10 years in hospitals. Also, the intent to turnover was generally higher younger workers than long terms workers. 2. According to the organizational conflict characteristics as the respondents who got less conflict experience in the organization, their level of the intention of turnover was higher. And, technical conflict experiences were expressed greater than hierarchical conflict experiences. 3. According to the job satisfaction characteristics as his or her satisfaction that is about the promotion, working itself, salary, and fellowship in the organizational was higher, the level of the intention of turnover was lower. 4. According to the result of Multiple Regression for the doctor staff members in general hospitals rather than special hospitals was negatively correlated with the satisfaction of working itself while hierarchical conflict factors in the organizational conflict characteristics was positively correlated with the intention of turnover. For the nursing staff members the job satisfaction for the working itself, salary were negatively correlated with the intention of turnover. For the administration staff members as the job satisfaction for the working itself was negatively correlated with the intention of turnover. For medical and pharmacy staff members as more working experience, correlation with the intention of turnover was negative. Besides, as the job satisfaction for the working itself and the fellowship was negatively correlated with the intention of turnover. For the skill and technicians, the job satisfaction for the working itself, promotion were negatively correlated with the intention of turnover. The above indicate that job satisfaction and promote their ability and form a good relationship with organization members were very important to decrease the intention of turnover. This study identified the major effective factors of the intention of turnover and analyzed the differences among the job category. In that respect, it is significant for the study to be able to provide a reference for managing hospital of industrial accident and organizational development. However, this study has a problem, which is not to identify a valuable model for examining the relationship between organizational factors such as organizational conflict, job satisfaction, and intention of turnover. Therefore, further study is needed and strengthened in the field of intention of turnover for hospital for industrial accident.

• 임상간호연구
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• 제29권3호
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• pp.337-347
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• 2023

Purpose: The objectives of this study were to categorize the conflict management types of preceptor nurses and determine the effects of these types on preceptors' role perception and core competencies. Methods: Data was collected from 192 preceptor nurses with at least two years experiences in general hospitals, from July 1 to July 31, 2022. Conflict management type, preceptor role perception, and core competency were investigated using structured instruments. The data was analyzed using K-means cluster analysis, Independent samples t-test, One-way ANOVA with Scheffé's test, and multiple regression analysis. Results: The conflict management types were categorized into four types; comprehensive type (cluster 1), integrating, obliging, compromising type (cluster 2), undifferentiated type (cluster 3) and obliging, avoiding type (cluster 4). The effect of conflict management types on preceptors' role recognition occurred in the following order of cluster 2 (integrating/obliging/compromising type), cluster 1 (comprehensive type), and cluster 4 (obliging/avoiding type). Next, cluster 1 (comprehensive type), cluster 2 (integrating/obliging/compromising type), and cluster 4 (obliging/avoiding type) were shown in the order of the impact on the core competencies of the preceptor. Conclusion: When preceptor nurses use a mixture of various attributes of conflict management evenly, they have been shown to demonstrate effective preceptor role recognition and core competencies. Therefore, it is proposed that future development of conflict management training programs for preceptor nurses should begin with identifying their conflict management type, followed by creating a program that addresses any deficiencies.

• 근관절건강학회지
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• 제2권1호
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• pp.41-72
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• 1995

The purpose of this study is to examine the effects of assertiveness training and value clarification training on nurse's conflict and conflict management mode. Fifty seven registered nurses participated in the study ; they were employed by three general hospital located in Daegu, Korea. The study employs two treatment groups. The assertiveness training group consisted of subjects who participated in 90-120 minutes sessions of assertiveness training nine times over five weeks. The other treatment group, was adiministed nine, 90-120 minutes sessions of value clarification during the same period. For the control group, nursing subjects were appointed the training after five weeks. Pre-test evaluation were administered to all subjects in three groups prior to one week of the treatment. Role conflict Inventory-general(RCI-G) and Communication Conflict Inventory-general (CCI-G) measure nurse's conflict management mode. Post-test evaluation were administered to all subjects in three groups two weeks after the last session by Role Conflict Inventory-Specific(RCI-S), Communication Conflict Inventory-Specific (CCI-S), Management Model-Specific(CMMI-S). The analysis of variance(ANOVA) and covariance(ANCOVA) on gain scores were running the SPSS program. In order to test statistical differences among mean scores of the scales obtained after treatment, multiple comparisons were carried out by Turkey method. Conclusions obtained from the results are as follows. 1. The assertiveness training and the value clarification training were effective in decreasing the nurse's role conflict. The value clarification was more effective than the assertiveness training in decreasing the nurse's role conflict. 2. Both assertiveness training and value clarification training were effective in decreasing nurse's communication conflict. There was, however, no differences between assertiveness training and value clarification training in decreasing the nurse's communication conflict. 3. The assertiveness training and the value clarification training were quite effective in compromizing and collaborating conflict management mode, to reducing the withdrawl and accomodate, force and accomodate conflict management mode to conflict. There was no difference in the effectiveness of assertiveness training and value clarification. In assessing the effects of the treatments, this study employed different measurements. It is unclear whether the measurement affected the test results. It is worth conducting a further test using the same measurements. The results of future studies can be compared with those of this study. The homogeneity of the control group and treatment group is questionable. Futher studies may employ homogeneous sample group to evaluate whether the sample characteristics bias the test results. Assertiveness training or value clarification training for nurses can be utilized in nursing intervention.

• Acta Via Serica
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• 제7권1호
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• pp.105-130
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• 2022

This paper argues that the war in Syria is partly the result of a global Islamist wave that contributed to fuelling conflict across large regions of Asia and Africa. Of course, the war that has consumed Syria since 2011 most certainly has multiple interrelated causes and driving forces, and any attempt to isolate one or even two or three runs the risk of advancing an overly simplistic interpretation of history. This essay, therefore, does not aim to offer an appraisal of the multiple variables that contributed to the war in Syria. Instead, it zeroes in on how political Islam came to impact Syria and its people. In doing so, it demonstrates how competing varieties of political Islam represented leading causes of conflict. Indeed, different Islamist movements contributed to the outbreak of the war in 2011, fuelled the conflict for years on end, and to this day represent major obstacles to the achievement of sustainable peace. Four broad Islamist currents are especially relevant to the case of Syria: the Muslim Brotherhood; the Shia revivalist movement at the nexus of the alliance between Iran, Hezbollah, and Syria; Salafi jihadism and its volatile and fractious underworld of competing armed groups, from Al-Qaeda to the Islamic State; and Recep Tayyip Erdoğan's market-friendly Islamism, which induced Turkey to intervene in Syria's civil war.

• 대한불안의학회지
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• 제16권1호
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• pp.9-17
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• 2020

Objective : The purpose of this study was to investigate the association of depressive/anxiety symptoms with psychosocial factors including ego resilience, social conflict, and social support as well as hemoglobin A1c in patients with diabetes mellitus (DM). Methods : The subjects were 144 patients with DM. Depressive/anxiety symptoms were evaluated by the Hospital Anxiety and Depression Scale. Sociodemographic factors, hemoglobin A1c, ego resilience, social conflict, and social support were measured. Multiple regression analyses were performed to examine the impact of hemoglobin A1c, ego resilience, social conflict, and social support on depressive/anxiety symptoms. Results : A total of 32.6% and 24.3% of participants were identified with depressive and anxiety symptoms, respectively. Depressive/anxiety symptoms positively correlated with the social conflict score. Conversely, ego resilience and social support negatively correlated with depressive/anxiety symptoms. In the final model of the multiple regression analyses, ego resilience was associated with a lower level of depressive (β=-0.083, p=0.019)/anxiety (β=-0.125, p=0.001) symptoms whereas social conflict was related to a higher level of depressive (β=0.353, p=0.011)/anxiety (β=0.460, p=0.003) symptoms. Also, hemoglobin A1c positively associated with anxiety symptoms (β=0.495, p=0.012) whereas social support negatively related to depressive symptoms (β=-0.464, p=0.004). Conclusion : We found possible risk and protective psychosocial factors of underlying depressive/anxiety symptoms among patients with DM. Our findings suggest that enhancing ego resilience and social support as well as decreasing social conflict would be crucial in the prevention and management of depressive/anxiety symptoms in patients with DM.

• 한국병원경영학회지
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• 제7권1호
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• pp.41-63
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• 2002

The purpose of this study is to analyze the interrelation of influential factors in organizational conflict and organizational commitment. The data for this study were collected through a self-administered survey with a structured Questionnaire to 1,167 subjects from several nursing staff members, administration staff members and medical technicians of six hospitals. In this analysis frequency test, t-test, ANOVA, hierarchical multiple regression and structural equation model were used. The main findings of this study are as follows. 1. Factors which influence organizational conflict were analyzed. The type of occupation and the year of service were socio-demographic variables which influenced organizational conflict positively. Adjusted R square was 0.03. Perceptions on organizational structure and organizational culture were analyzed with two- level variables that were added. The findings were as follows. Adjusted R square increased to 0.25. The year of service, internal process culture and rational goal culture were positive variables. The design of organizational structure, human relations culture and open system culture were negative variables. 2. Variables which influence organizational commitment were analyzed. Age and the year of service were positive variables, while academic background based on high school education was a negative variable. Adjusted R square was 0.16. Perceptions on organizational structure and organizational culture were analyzed with two-level variables that were added. The findings were as follows. The characteristics of organizational structure, human relations culture and organizational culture were positive variables. Adjusted R square increased to 0.55. The variables of organizational conflict were added in 3 steps. Findings were as follows. The variables of hierarchical conflict showed negative influence and were included in two-level influential variables. Adjusted R square increased to 0.56. 3. Structural equation model was analyzed in order to examine the relation between organizational structure and the variables of organizational culture, organizational conflict and organizational commitment. Thirteen path coefficients out of seventeen path coefficients were significant. Age had negative influence on organizational conflict and positive influence on organizational commitment. The year of service had positive influence on organizational conflict and organizational commitment. The design of organizational structure, human relations culture and open system culture had negative influence on organizational. conflict. They had positive influence on organizational commitment. Internal process culture and rational goal culture had positive influence on organizational conflict. Organizational conflict had negative influence on organizational commitment. The squared multiple correlation of this model was 25.1% in organizational conflict and 52.7% in organizational commitment. The conclusion of this study is as follows. Factors in organizational structure and organizational culture, rather than socio-demographic factors, had a stronger influence on the organizational conflict and organizational commitment of hospitals. In order to decrease organizational conflict, to increase organizational commitment and to maximize the effectiveness of hospital management, it is necessary to understand the overall relation between organizational structure, organizational culture, organizational conflict and organizational commitment, with the effort of improving personalized factors and individual factors of organization management.

• 가정과삶의질연구
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• 제25권6호
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• pp.59-70
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• 2007

The purpose of this study was to examine the differences among families in terms of conflict, life satisfaction according to socio-demographic variables, and self-esteem, and to analyze the effects of these variables influencing marital satisfaction for immigrant women. The subjects of this study were 127 immigrant women in Sunchon. Trained researchers interviewed the subjects with structured questionnaires. The data were analyzed using Cronbach's ${\alpha}$, frequency, percentage, mean, standard deviation, ANOVA, Duncan's test, Pearson's r, and stepwise multiple regression. The statistical package of SPSS is used to perform these analyses. The result of this study is summarized as follows: The family conflict scores of the immigrant women were lower than the median. The average score of life satisfaction was higher than the median. The family conflict of the immigrant women showed significant differences according of age.

• 수산해양교육연구
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• 제27권5호
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• pp.1252-1264
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• 2015

This study examined the moderating and mediating effects of teacher-child conflict relationship among child's language ability, emotional regulation and peer victimization. The participants were 152 children(77 boys, 75 girls) and 14 preschool teachers. The teachers completed rating scales to measure the child's emotional regulation, peer victimization and teacher-child relationship. Child's language ability was assessed by researcher using PRES(Preschool Receptive-Expressive Language Scale). The collected data were analyzed using Pearson correlations and hierarchical multiple regressions. Results showed that peer victimization was related to child's language ability, emotional regulation and teacher-child relationship. Hierarchical aggression analysis indicated that the interaction of child's receptive language ability and teacher-child conflict relationship predicated peer victimization. Child's language ability, whose demonstrated a lower teacher-child conflict relationship, was significantly with peer victimization. In addition, the association between a child's emotional regulation and peer victimization was partially mediated by teacher-child conflict relationship.